| Comment Number: | OL-10509607 |
| Received: | 3/15/2005 4:36:41 PM |
| Subject: | Notice of Proposed Rulemaking, Request for Comment |
| Title: | National Security Personnel System |
| CFR Citation: | 5 CFR Chapter XCIX and Part 9901 |
| No Attachments |
Comments:
Boy, does this smell bad. Just few of quick questions and comments. 1. If the Spoils System (this could take us back to it) of the past was so good, why was the Civil Service Act passed? 2. If management was so fair, why did labor unions form, especially in government? 3. If the DoD civilian work force is part of the ‘DoD team, why does Congress have to intervene each year to make sure that our raise is the same as the military? I see many problems here that will not make for a ‘happy work force’. You are fooling yourself if you think that the proposed pay system will not yield favoratism and clicks. The pay system now allows for bonuses in the form of cash, time off, etc for exceptional work. Granting step increases may be used which will give someone an early raise. As for step increases they are not guaranteed and may be with held from less that satisfactory workers. We are whose being asked to accept a new pay scale that is not defined, other than there being bands, is this another of those good deals that turns out to be a ‘pig-in-a-poke’? If this system is so great deal why is the military not going to it? They still get their step increases, cost of living, etc. Are we to believe that all DoD civilians are not of the same quality but those in the military are of equal quality? That has not been my experience, but their rewards are the same for each rank/rate, time in service, etc. As far as making adjustments to the hiring procedures, that should not be a problem. Just change some of the rules. I have seen numerous incidents when individuals have been hired the day after they have taken off their uniform and stepped into the same job with out going through the ‘normal hiring process’ and what about the political appointees who can ‘influence’ the system, so it appears that adjustments can be made to satisfy hiring process rather easily. On the issue of ‘fair’ evaluation from supervisors, how are military supervisors going to evaluate you when there is such a rapid turn over in them. Many are in to get their ‘tickets punched’ and move on. Does that mean that there is going to be a ‘constant’ training program to handle the training for new military supervisors? If so won’t that over a relative short period of time add up to a large cut into productive work time? To me the proposed system needs some more thought and work. We may be ‘throwing the baby out with the bath water’ and end up worse off for it.